Technology workers - whether we like it or not - are in demand and want higher pay and flexibility, being a readily accessible combination in today’s remote and hybrid work era.
Flexibility extends to job responsibilities, as employees take advantage of chances to learn new skills and work with top-of-the-line technology stacks. These are all factors IT candidates take into account when searching for their next role.
In IT specifically, top talent seeks opportunities to grow their skills and work with in modernized tech environment.Working with companies who stay on the cutting edge of technologyhas always been a big attraction to candidates.
Remote work, despite its benefits, also comes with hurdles for the IT workforce affecting employee retention. Remember, internships or apprenticeships can build pipelines for talent development.Programs to upskill talent help with finding strong talent and preparing them for the role.
Improving employee experience to recruit and retain talent
Tech talent are seeking opportunities to stay remote, expecting the enterprise to overcome engagement hurdles that sometimes come with not seeing coworkers in person.
Two in five employees would like to be fully, almost entirely or mostly remote, even if COVID-19 was no longer a concern, according to a PwC survey. One-third lean toward mostly or entirely in the office.
Companies who aren't able to provide some sort of meaningful, effective employee experience are at risk of losing their talent to their competitors.
Six in 10 IT organizations are investing in improving employee experience to better support remote work productivity and performance, according to a Forrester survey on behalf of Elastic released in April. Only 40% believe the department currently has the right tools, policies and procedures to support a remote workforce.
Engaged employees stay with the company, and company leaders are responsible for playing a role in that.
Engagement takes many forms: It could be clear, transparent, consistent communication from the CEO, or it could be the CIO or senior HR leader giving employees a voice. Engagement starts during the hiring process.To attract talent you need to make a strong and consistent value proposition to your potential candidates.
A comprehensive engagement program goes beyond compensation and flexibility to include: mental health and well-being benefits, corporate social responsibility, diversity, equity and inclusion efforts, and other programs.
Let’s also keep in mind that tech workers need to be fully familiar with data protection. Employees have to be well versed to keep the company data safe.
Honestly, hackers are no match for human error. A company's employees are its biggest risk and greatest assets. This means that a major component of reducing data breach risks is training your employees.
Extensive training for employees is readily available. Excellent automation of data protection processes for Data Protection Officers is available too. Let me know whether you need assistance. Feedback and requests for support can be directed to hjschumacher59@gmail.com